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Human Resources
Human Resources (HR) is responsible for the implementation of policies and strategies relating to the management of people in an organization. Its key functions include recruitment and selection; employee recordkeeping; compensation and employee benefit management; and training and development.
2,946 Questions
What are the limitations of competency mapping?
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What is an ethical issue intensity?
ethical issue intensity can be define as perceive relevance or importance of an ethical issue
it reflects the ethical sensitivity of the individual or group triggering the ethical decision process.
Need for Human Resource Planning system?
yes there is a need for a human resource planning system,pollution is spreading fast and our resources are finishing quickly if we do not start planning the earth will waste away.
Google Human resource phone number Los Angeles?
I keep getting this sharp shooting pains in my neck. They hurt so bad, to the point where it makes me cry. It only hurts for about a minute. And afterwards when the pain is gone in my neck, I feel like a pulling feeling in my upperback on my left side and all the way up to my necck. Yes, I realize that I am probably just pulling a muscle, however if that is the case, then I pull it a lot. When I was younger I was diagnosed with epilepsy (seizures) and I was thinking maybe this is an injury I occured while in one of my episodes. I get these sharp pains at least once a weak, and lately sometimes more. I guess what I am trying to look for is someone elses opinion and theory. Hell, maybe your a doctor. I looked it up online and they all said it could be serious. But I don't want to be that person. Anyways let me know :)
What are the roles of human resouce manager?
- Maintains the work structure by updating job requirements and job descriptions for all positions.
- Maintains organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes.
- Prepares employees for assignments by establishing and conducting orientation and training programs.
- Maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions.
- Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; counseling employees and supervisors.
- Maintains employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends; recommending benefit programs to management; directing the processing of benefit claims; obtaining and evaluating benefit contract bids; awarding benefit contracts; designing and conducting educational programs on benefit programs.
- Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements; conducting investigations; maintaining records; representing the organization at hearings.
- Maintains management guidelines by preparing, updating, and recommending human resource policies and procedures.
- Maintains historical human resource records by designing a filing and retrieval system; keeping past and current records.
- Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies.
- Completes human resource operational requirements by scheduling and assigning employees; following up on work results.
- Maintains human resource staff by recruiting, selecting, orienting, and training employees.
- Maintains human resource staff job results by counseling and disciplining employees; planning, monitoring, and appraising job results.
- Contributes to team effort by accomplishing related results as needed.
What is an assistant executive housekeeper?
An assistant executive housekeeper is tasked mainly will managing employees. They will also offer orientation and training for new recruits that are hired as housekeepers.
What is standard-based work performance?
Work standards also provide employers with a reliable performance appraisal system. This compensation process is referred to as standard-based work performance.
What is human capital discrimination?
Human Capital Discrimination is when one or a certain group is denied equal access to education or on-the-job training.
Source: Economicssixth edition by Ralph T. Byrns
Use dexterity in a sentence pertaining safety in the wokplace?
Dexterity is the ease and skill of movement, essentially. An example sentence would be: Dexterity can help you get out of dangerous situations in the workplace.
A due inquiry means all procedural safeguards must be complied with
Difference between scientific management and modern management?
difference between scientific management practices and modern management practices.?
How the trade union achieve their objectives through the process of collective bargaining?
discuss how trade union achieve their objective
Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. The theoretical discipline is based primarily on the assumption that employees are individuals with varying goals and needs, and as such should not be thought of as basic business resources, such as trucks and filing cabinets. The field takes a positive view of workers, assuming that virtually all wish to contribute to the enterprise productively, and that the main obstacles to their endeavors are lack of knowledge, insufficient training, and failures of process. HRM is seen by practitioners in the field as a more innovative view of workplace management than the traditional approach. Its techniques force the managers of an enterprise to express their goals with specificity so that they can be understood and undertaken by the workforce, and to provide the resources needed for them to successfully accomplish their assignments. As such, HRM techniques, when properly practiced, are expressive of the goals and operating practices of the enterprise overall. HRM is also seen by many to have a key role in risk reduction within organistions. Synonyms such as personnel management are often used in a more restricted sense to describe activities that are necessary in the recruiting of a workforce, providing its members with payroll and benefits, and administrating their work-life needs.
What are the types of attrition?
Involuntary
Turnover or Attrition can be involuntary. Involuntary turnover typically refers to an employment decision to terminate the employee. Reasons for involuntary turnover include poor performance, excessive absenteeism or violation of a workplace policy that is considered a terminable offense. Attrition due to layoff, reduction in force or job elimination is typically involuntary because the employment relationship ends based on the employer's circumstances, not the employee's decision to leave. Pennsylvania State University professor education Erling Boe and colleagues differentiate between turnover and attrition in their article "Teacher Turnover: Examining Exit Attrition, Teaching Area Transfer, and School Migration." They indicate that, when a teacher decides to leave the teaching profession, it is called attrition, which they consider to be a component of turnover.
Voluntary
Voluntary termination occurs when an employee resigns to pursue another career opportunity, relocate with a spouse or simply leave the workforce for personal reasons, such as raising a family. In this case, the employer starts the recruitment and selection process to find a suitable candidate to fill the vacant position. Retirement is a form of voluntary turnover; however, if the employer decides against filling the position left vacant, it is considered attrition. Nevertheless, in the case of retirement, the reason the job is vacant is the employee's decision to retire -- classifying it as a voluntary action.
What natural resource is vital to human activity?
There are many natural resources that are extremely important to human activity, but without water human activity could not exist. Therefore, water is vital.
Why should your company use an HR consulting firm?
Professional Employer Organizations (PEOs) offer comprehensive solutions for small to mid-size businesses to outsource human resources. An HR consulting firm takes care of the business end of employer-employee relations while you keep your focus where it should be -- focusing on your core competencies and making your company more productive, competitive, and profitable.
Human resources consulting firms take a proactive approach to addressing problematic issues before they escalate. Some examples include:
- Turnover reduction
- Workers' compensation
- Corporate compliance
PEO companies are designed to keep your business in compliance with the latest state and federal employment laws. Additionally, HR consulting services boost your companies bottom line by addressing areas that you may have not had time to focus on. These include: Performance reviews, supervisory and management training, job descriptions, recruiting, and placement.
What is one of the best ways to involve employees and supervisors in the job analysis process?
Involve both employees and supervisors in the job analysis process through the use of climate surveys for problem solving in the general sense, and through the use of self evaluation in conjunction with supervisor evaluation with regard to individual job performance.
Why do Union Reps Need to have a good grasp of Unfair Dismissal Law?
Because dismissals are the most important kinds of charges reps will work.
It is important that reps know the differences between what CONTRACTS prohibit employers doing and what STATUTES prohibit, since unions have ZERO role in enforcing statutes.
A dismissal could violate the contract and not the law, or the law but not the contract or both or neither.
I am on the same question for my assignment. Could the 3 different users be people who work within HR? For example Pay & Benefits, Learning & Development, Employee Services
